Employees must also be involved in diversity management. Employee feedback and participation are pertinent to the success of any diversity program. Organizations must have three goals when it comes to employees; maximizing workplace satisfaction for all; retaining a world class workforce and maintaining an environment of lifetime learning. In order to achieve these goals, employers must actively seek formal and informal employee input. This can be done through the creation of affinity groups. Affinity groups include diversity councils, task teams, issue study groups, focus groups, affinity councils and networking groups. These groups provide a way for employees to express their needs and interests. The input received from these groups is often
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But most organizations do not show results. There tends to be no reduction in turn-over among talented people of color, no change in an employee’s quality of work life and no creation of an atmosphere of inclusion. Organizations cannot achieve the benefits of diversity or build a culture that embraces diversity and fosters humanity. Many organizations have been using a selective approach to diversity known as assimilation. The assimilation approach defies differences, and no integration efforts can be made. Diverse groups are expected to assimilate into a dominant corporate culture. This tends to create tension among groups. Aside from the conflicts assimilation causes, employees will not be able to perform their duties and not work at their highest potential. It is important that organizations realize that doing requires being. Diversity management must be built on a culture of inclusion (Pless and Maak 2004 p. …show more content…
This must start with a definition for inclusion. This definition must be built upon the principles of recognition, mutual understanding, standpoint plurality, mutual enabling, trust and integrity. This will allow for the integration of different and multiple voices into the organizational discourse. Management and personnel have to define a vision for inclusion and put a plan into action by building awareness, educating and developing people, reformulating existing processes and ensuring human relations that will ensure inclusive behavior systematically (Pless and Maak 2004 p.
But most organizations do not show results. There tends to be no reduction in turn-over among talented people of color, no change in an employee’s quality of work life and no creation of an atmosphere of inclusion. Organizations cannot achieve the benefits of diversity or build a culture that embraces diversity and fosters humanity. Many organizations have been using a selective approach to diversity known as assimilation. The assimilation approach defies differences, and no integration efforts can be made. Diverse groups are expected to assimilate into a dominant corporate culture. This tends to create tension among groups. Aside from the conflicts assimilation causes, employees will not be able to perform their duties and not work at their highest potential. It is important that organizations realize that doing requires being. Diversity management must be built on a culture of inclusion (Pless and Maak 2004 p. …show more content…
This must start with a definition for inclusion. This definition must be built upon the principles of recognition, mutual understanding, standpoint plurality, mutual enabling, trust and integrity. This will allow for the integration of different and multiple voices into the organizational discourse. Management and personnel have to define a vision for inclusion and put a plan into action by building awareness, educating and developing people, reformulating existing processes and ensuring human relations that will ensure inclusive behavior systematically (Pless and Maak 2004 p.